POLICY AND PROCEDURE ON HARASSMENT AND BULLYING
Policy
Everyone will be treated with dignity and respect by the Friends of St. Cecilia’s Hall and Museum. Harassment and bullying of any kind are in no-one's interest and will not be tolerated; this includes harassment and bullying of volunteers by visitors to Friends’ events.
This policy applies to all Friends of St. Cecilia’s Hall and Museum trustees, members and volunteers on and off the St Cecilia’s Hall and Museum premises. This policy does not apply to actions by staff of the University of Edinburgh, who are subject to their own code of conduct.
What are Harassment and Bullying?
Harassment, in general terms is unwanted conduct affecting the dignity of men and women, where actions or comments are viewed as demeaning and unacceptable to the recipient.
It may be related to age, gender, race, disability, religion, belief, sexuality, nationality or any personal characteristic of the individual, and may be persistent or an isolated incident.
Bullying is offensive, intimidating, malicious or insulting behaviour intended to undermine, humiliate, denigrate or injure the recipient.
Bullying or harassment may be by an individual against an individual or involve groups of people. It may be obvious or it may be insidious. It may be face to face or in written communications, electronic (e)mail, phone. Whatever form it takes, it is unwarranted and unwelcome to the individual. It may take place in private or in public
Examples of bullying/harassing behaviour include:
How can harassment and bullying be recognised?
Bullying and harassment can often be hard to recognise – they may not be obvious to others, and may be insidious. The recipient may think “perhaps this is normal behaviour”. They may be anxious that others will consider them weak, if they find the actions of others intimidating. They may be accused of “overreacting” and worry that they won’t be believed if they do report incidents.
People being bullied or harassed may sometimes appear to overreact to something that seems relatively trivial, but which may be the “last straw” following a series of incidents. Bullying and harassment makes someone feel anxious and humiliated. Feelings of anger and frustration at being unable to cope may be triggered. Some people may try to retaliate in some way. Others may become frightened and de-motivated. Harassment or bullying can lead to stress, loss of self confidence and self-esteem and illness
Procedures
The aim of these procedures is to ensure complaints and incidents of harassment and bullying can be recognised and dealt with expeditiously.
Harassment and/or bullying, or information relating to such complaints, will be dealt with fairly, confidentially and sensitively.
Complaints will be taken seriously and investigated promptly, objectively and independently. Decisions can then be made as to what action needs to be taken.
If appropriate, the matter will be dealt with informally; sometimes people are not aware that their behaviour is unwelcome and an informal discussion can lead to greater understanding and an agreement that the behaviour will cease.
More serious cases of harassment or bullying may result in termination of membership of the organisation.
Initial Complaint
Any member, volunteer or visitor to a Friends’ activity who wishes to make a complaint about harassment or bullying should do so verbally or in writing to the Chairman or Vice-Chairman of the Society. If the complaint is against either of these office bearers, the complainant should make the complaint to another office bearer or other member of the Committee.
The complaint must be recorded by the Friends representative receiving the complaint and receipt acknowledged in writing to the complainant.
Investigation
Complaints must be taken seriously and investigated promptly and objectively.
The complaint must be investigated by the person receiving the complaint in a sensitive and confidential manner. The person investigating the complaint should reach a conclusion on the action required to resolve the complaint.
Informal approaches
It may be possible to rectify matters informally. Sometimes people are unaware that their behaviour is not welcome and an informal discussion can lead to greater understanding and an agreement that the behaviour will cease. It may be that the individual will choose to do this themselves, or they may need support from a friend or other person.
Serious misconduct
More serious conduct where an informal approach is inappropriate to rectify the complaint may require more formal action. Counselling or mediation by an officer of the society may be appropriate.
Serious misconduct may result in termination of a membership of the society. This action should be taken following consideration and decision of the Friends’ Committee.
Communication of investigation conclusions
The conclusion and the action taken to rectify the complaint must be communicated in writing to the complainant by the Chairman or other person investigating the complaint.
Serious misconduct must be notified to the Office of the Scottish Charities Regulator.
Last updated: 23 October 2018
Policy
Everyone will be treated with dignity and respect by the Friends of St. Cecilia’s Hall and Museum. Harassment and bullying of any kind are in no-one's interest and will not be tolerated; this includes harassment and bullying of volunteers by visitors to Friends’ events.
This policy applies to all Friends of St. Cecilia’s Hall and Museum trustees, members and volunteers on and off the St Cecilia’s Hall and Museum premises. This policy does not apply to actions by staff of the University of Edinburgh, who are subject to their own code of conduct.
What are Harassment and Bullying?
Harassment, in general terms is unwanted conduct affecting the dignity of men and women, where actions or comments are viewed as demeaning and unacceptable to the recipient.
It may be related to age, gender, race, disability, religion, belief, sexuality, nationality or any personal characteristic of the individual, and may be persistent or an isolated incident.
Bullying is offensive, intimidating, malicious or insulting behaviour intended to undermine, humiliate, denigrate or injure the recipient.
Bullying or harassment may be by an individual against an individual or involve groups of people. It may be obvious or it may be insidious. It may be face to face or in written communications, electronic (e)mail, phone. Whatever form it takes, it is unwarranted and unwelcome to the individual. It may take place in private or in public
Examples of bullying/harassing behaviour include:
- spreading malicious rumours, or insulting someone by word or behaviour (particularly on the grounds of race, sex, age, disability, sexual orientation and religion or belief);
- ridiculing or demeaning someone - picking on them or setting them up to fail;
- exclusion or victimisation;
- unfair treatment;
- unwelcome sexual advances - touching, standing too close, the display of offensive materials;
- deliberately undermining by overloading and constant criticism;
How can harassment and bullying be recognised?
Bullying and harassment can often be hard to recognise – they may not be obvious to others, and may be insidious. The recipient may think “perhaps this is normal behaviour”. They may be anxious that others will consider them weak, if they find the actions of others intimidating. They may be accused of “overreacting” and worry that they won’t be believed if they do report incidents.
People being bullied or harassed may sometimes appear to overreact to something that seems relatively trivial, but which may be the “last straw” following a series of incidents. Bullying and harassment makes someone feel anxious and humiliated. Feelings of anger and frustration at being unable to cope may be triggered. Some people may try to retaliate in some way. Others may become frightened and de-motivated. Harassment or bullying can lead to stress, loss of self confidence and self-esteem and illness
Procedures
The aim of these procedures is to ensure complaints and incidents of harassment and bullying can be recognised and dealt with expeditiously.
Harassment and/or bullying, or information relating to such complaints, will be dealt with fairly, confidentially and sensitively.
Complaints will be taken seriously and investigated promptly, objectively and independently. Decisions can then be made as to what action needs to be taken.
If appropriate, the matter will be dealt with informally; sometimes people are not aware that their behaviour is unwelcome and an informal discussion can lead to greater understanding and an agreement that the behaviour will cease.
More serious cases of harassment or bullying may result in termination of membership of the organisation.
Initial Complaint
Any member, volunteer or visitor to a Friends’ activity who wishes to make a complaint about harassment or bullying should do so verbally or in writing to the Chairman or Vice-Chairman of the Society. If the complaint is against either of these office bearers, the complainant should make the complaint to another office bearer or other member of the Committee.
The complaint must be recorded by the Friends representative receiving the complaint and receipt acknowledged in writing to the complainant.
Investigation
Complaints must be taken seriously and investigated promptly and objectively.
The complaint must be investigated by the person receiving the complaint in a sensitive and confidential manner. The person investigating the complaint should reach a conclusion on the action required to resolve the complaint.
Informal approaches
It may be possible to rectify matters informally. Sometimes people are unaware that their behaviour is not welcome and an informal discussion can lead to greater understanding and an agreement that the behaviour will cease. It may be that the individual will choose to do this themselves, or they may need support from a friend or other person.
Serious misconduct
More serious conduct where an informal approach is inappropriate to rectify the complaint may require more formal action. Counselling or mediation by an officer of the society may be appropriate.
Serious misconduct may result in termination of a membership of the society. This action should be taken following consideration and decision of the Friends’ Committee.
Communication of investigation conclusions
The conclusion and the action taken to rectify the complaint must be communicated in writing to the complainant by the Chairman or other person investigating the complaint.
Serious misconduct must be notified to the Office of the Scottish Charities Regulator.
Last updated: 23 October 2018
